1 / 12

Role of Chairs and Deans During the Tenure-Track Process

Role of Chairs and Deans During the Tenure-Track Process. Theme = “ Onboarding faculty”. “un-bearding”?. Webster:. “in-breeding”?. Opposite = “off-boarding ”. Collins:. “induction and assimilation of new employee into company and organization”. NOT “ Waterboarding ”.

gina
Télécharger la présentation

Role of Chairs and Deans During the Tenure-Track Process

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Role of Chairs and Deans During the Tenure-Track Process Theme = “Onboarding faculty” “un-bearding”? Webster: “in-breeding”? Opposite = “off-boarding ” Collins: “induction and assimilation of new employee into company and organization” NOT “Waterboarding”

  2. Preparing Faculty for Success Mentor Listen Guide } Collegiality Feedback: formal (annual) informal (keep records if appropriate) Laurier: 2 stage process Provisional: 2 years Candidacy: 3 years

  3. New Faculty Member: Orientation Available resources: - teaching support - access to Dean, Chair, peers Make clear what are the expectations - reinforce periodically Engage in life of department - seek their input

  4. Evaluation: } Make sure written feedback is detailed and explicit Teaching Scholarship Service

  5. Teaching: Case Study: “Fred” strong research profile committed teacher ……..but • poor scores • student comments Fred – • developing negative reputation, confrontational Chair, Dean, Peer mentoring (classroom) modified approach

  6. Scholarship: Parameters: productivity quality quantity graduate education (students)

  7. Scholarship: Case Study: “Dianne” strong pedigree struggled to get funding – lost confidence lack of peer-reviewed publications • working on “big one” Chair: Good teacher reduced load strategy to succeed - papers/grants - picking up more teaching again

  8. Service: Case Study: “Dave” position co-sponsored by outside agency difficulty in working relationship “Dave” felt squeezed • concerned about influence of third • party on career development • politics

  9. Service: clarify/reassure – nature of relationship • input into T & P – not determinative Chair – detailed records, written demonstrates Chair doing everything possible to resolve concerns

  10. Summary: • Make expectations clear without being prescriptive • Provide pro-active mentoring • Engage range of university services as needed • Document actions expected on both sides if there are issues to resolve • Avoid being adversarial • Provide clear, explicit feedback throughout performance evaluation and tenure processes

  11. Summary: Colleague who will contribute effectively for 30+ years

  12. Things to consider: Annual performance review – currently Dean only Need to ensure tenure decision consistent with performance reviews External referees for tenure - advisory not determinative

More Related